Interview Insider: How to Get Hired at Zappos

Zappos is more than just a cool online shoe store. Founded in 1999, the company was acquired by Amazon in 2009 for more than $1 billion. Zappos is based in Las Vegas and operates like a hip Silicon Valley startup in the middle of the desert. The open office space features a ball pit, an '80s-themed movie lounge, and other quirky touches. Working at Zappos means getting free health care, unlimited food in the campus cafes, free fitness classes, housing and transportation stipends, and a 40 percent discount on everything that Zappos sells. Althea Dunn, technical recruiter for Zappos, shares what it takes to join the team.

How often do you hire new people?
We're hiring year-round. Where the new jobs are depends on each business unit's needs. Right now our technology area is growing very fast.

What qualities do you look for in every candidate?
Every candidate needs to have the core competencies that tell us they can get the job done. We also look for a culture fit. Culture will always trump technical ability here at Zappos. You can be the best technical person in the world, but if you don't value, for example, being humble, you might not be a good fit. Every candidate has both a technical interview — which goes over specific job skills — and a culture interview. During the culture interview, you spend 60 minutes with a recruiter answering questions that tell us if you align well with our core values.

What types of questions do you typically ask in the cultural interview?
One of my favorites to ask is, "What's your favorite curse word?" It lightens up the mood and helps get rid of nerves someone might have. If you don't curse, it's fine. But are you comfortable with that? And if you do, are you able to take a risk and be authentic and answer that question on the fly? I also love, "What's something weird that makes you happy?"

What types of jobs are available to recent graduates?
We offer great entry-level positions in merchandising, finance, legal, engineering, and technology. The business unit that hires the most entry-level positions is our merchandising team. It's an area that's open to anyone. If you have no experience in merchandising or fashion, you can learn the business and grow very quickly. The entry-level role is as a merchandise assistant. You do a lot of retail math and research, and recommend to the buyers which brands and products to feature on Zappos. Also, if you are fresh out of college but have several internships under your belt and maybe even a part-time job or two, we may consider you for a higher-level job.

Ball pit conference room at Zappos headquarters.

Courtesy of Zappos

What do you expect candidates to know about the company before an interview?
A good Google search goes a long way. Understand the company's initiatives. Research our values. Figure out if your personality would be a good fit here. Come prepared to the interview with questions that probe more into the role and the impact you would have on the team.

What questions should candidates ask in an interview?
I like to hear, "What impact does this role have?" "What would be my main focus for the first 30, 60, or 90 days here at Zappos?" "What are the hot projects that need to be accomplished?" Try to keep things conversational. I love it when candidates ask me one of my own questions, like, "What's your favorite curse word?"

Do candidates need to be up-to-date on fashion trends?
For merchandising roles, you don't need to know the latest fashion trends, but you do have to demonstrate a passion for your area of focus. Our merchandising positions are divided into areas of focus – such as athletic, couture, and performance apparel. So, demonstrate why a certain area matters to you. Maybe yoga is a huge part of your life. Or you love following the collections of runway shows or religiously read fashion blogs.

How can applicants apply for jobs at Zappos?
As of May 2014, we no longer list specific job postings, save for occasional technical positions that require specific skills. Last year alone we got 32,000 applicants, and we could only hire about 1 percent. We felt that rejecting 99 percent of people interested in our company wasn't the best we could offer them. So we moved away from that black-and-white process of apply, wait, and accept or reject. Now anyone interested in the company can go toour jobs site and become a Zappos insider. You select the area of the company you're most interested in and create a profile. Link your social media accounts, upload your résumé and portfolio, and engage with the team. We send newsletters to every insider and invite them to join our regular Twitter chats, LinkedIn discussions, Google hangouts, and other online events that helps them get to know our team. We also offer resources like résumé and interview tips. It's a different approach, but it allows us to engage with the candidates that love our brand, and have a ready pool of talent when an opening becomes available.

Do you interview candidates from across the nation?
We don't prefer locals to non-locals. We fly in candidates for final rounds of interviews in the Las Vegas headquarters, where most of our jobs are located. We give them a tour, take them to happy hour, and introduce them to the whole team.

Zappos throws a graduation for employees after a four-week training.

Courtesy of Zappos

Do you attend trade shows, job fairs, or other public events where candidates might have a chance to network with you?
Every recruiter has an area of focus, so I like to attend South by Southwest and the Consumer Electronics Show in Las Vegas to network with potential technology talent. But we've never been huge into job fairs because of our dominant online presence. We want to make sure anyone and everyone can apply.

Do you have an internship program?
It's a nine-week summer internship program that we recruit for in fall and spring. To qualify, you must be of junior or senior status pursuing your bachelor's or enrolled in a master's program. Those are the only qualifications. Every candidate goes through a virtual video interview and completes an online test. The recruiting team reviews every application. We'll have about 30 interns this summer. They are paid an hourly rate, we put them up in housing close to campus, and they're treated like members of the team.

Do most positions require a specific degree?
No. As an example, some of the best engineers I've run in to are self-taught. We have some who never even went to school, and they are just as good as someone who went to an Ivy League program. I would not let not having a specific degree deter you from applying for any job.

What's a mistake people make in interviews all the time and don't know it?
Being negative or talking about previous jobs you've had in a negative or bad-mouth-type manner. If someone asks you, "Why are you looking for a new job?" spin that in a positive way. Make it about the opportunity. Don't bad-talk your boss.

What questions should candidates never ask in an interview?
It's a little weird and awkward to hear, "How am I doing?" or, "Did I get the job?" Or asking, "Who did get the job?" We can't disclose that information anyway.

Is it OK to bring up salary in an interview?
A good recruiter will always try to bring that up during the first or second interaction. It should be a two-way dialogue so that there are no surprises or unmet expectations for compensation.

What's the most memorable thing anyone's done in an interview that landed him or her the job?
We encourage our applicants to upload a video cover letter. It's not required, but those people really stand out because we get to know their personality and interests with a face, not just on paper.

Is there an interview dress code?
We don't even have an employee dress code. We want people to be comfortable and have one less thing to worry about.

Do thank-you cards or emails matter to you?
It's not a deal-breaker, but it's nice. There's something very special about a handwritten card.

Interview Insideris weekly series offering tips for getting a job at some of your favorite companies. Check back every Thursday for the latest interview.

A Part of Hearst Digital Media
Cosmopolitan participates in various affiliate marketing programs, which means we may get paid commissions on editorially chosen products purchased through our links to retailer sites.